North America

XpertHR,

Sexual Harassment Prevention: Employers Must Do More, 2 April 2019.

This XpertHR blog post identifies the need for employers to do more in relation to sexual harassment prevention in the workplace. Relating to SDGs 8 (decent work and economic growth) and SDG 10 (reduced inequalities), this blog discusses the necessary actions employers must take to foster effective sexual harassment prevention strategies.
Elsevier,

Journal of Experimental Social Psychology, Volume 83, March 2019, Pages 37-54.

This article relates to SDG 10 (reduced inequalities), addressing how racial stereotypes might also depend on other aspects of target identities such as gay (vs. non-gay) men. The "whitening" effect indicates race and sexual orientation are not orthogonal in the minds of perceivers.
Employers today must plan for an aging workforce and make a strong effort to attract and retain older workers. It is critical for employers to take note of the value older workers can bring to an organization and consider the following steps to address their needs within the context of workforce planning.
This Canadian study identifies gender pay gaps in research funding are attributable to less favourable assessments of women investigators, not of the quality of their proposed research. Developing SDG 5 (gender equality) and SDG 8 (decent work and economic growth), this research article identifies strategies to foster fair and rigorous academia peer review systems.
Elsevier,

The Lancet, Volume 393, Issue 10171, 9–15 February 2019, Pages 9-11.

Contributing to SDGs 5 (gender equality) and 3 (good health and well-being), this correspondence explores sources of bias in grant selection processes within the USA's medical and scientific industry. Recognition of such factors has the potential to advance career development of women within science and develop future funding of diverse medical research.
Elsevier,

The Lancet, Volume 393, Issue 10171, 9–15 February 2019, Pages 17-18.

This correspondence piece discusses gender equity and institutional transformations within science, technology, engineering and mathematics research faculties, relating to SDG 5 (gender equality) and SDG 8 (decent work and economic growth).
Elsevier,

The Lancet, Volume 393, Issue 10171, 9–15 February 2019, Pages 499-502.

Directly contributing to SDG 5 (gender equality), this commentary explores the potential of goal-oriented organisations such as TIME'S UP to coordinate the responses and develop solutions to gender discrimination and harassment within the healthcare industry.
Elsevier,

The Lancet, Volume 393, Issue 10171, 9–15 February 2019, Pages e15-e16.

Focussing on SDG 5 (gender equality) and SDG 8 (decent work and economic growth), this correspondence discusses gender equity in academic medicine. In particular, this piece explores women's lag behind men in leadership positions. Transparent hiring processes should be adopted, institutionalising best practices to proactively attract and hire diverse leadership candidates.
Having workplace policies prohibiting discrimination, harassment and retaliation based on gender identity and sexual orientation is not only best practice, but it is good business sense. Here are eight measures an employer can take to ensure a workplace that is diverse, tolerant and respectful of all individuals including those who identify as LGBT. This article contributes to SDG 8 (decent work and economic growth) and SDG 10 (reduced inequalities).
This study aimed to examine the relation between chosen name use, as a proxy for youths' gender affirmation in various contexts, and mental health among transgender youth. This research directly contributes to SDG 3 (good health and well-being) and SDG 10 (reduced inequalities).

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